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What is change management?

"What is change management?" This is a
question you may have heard from colleagues or coworkers in passing or in formal
presentations. While many of us know intuitively what change management is, we
have a hard time conveying to others what we really mean.

In thinking about how to define change
management, it is important to provide context related to two other concepts:
the change itself and project
management. Change management and project management are two
critical disciplines that are applied to a variety of organizational changes to improve the
likelihood of success and return on investment.

THE GOAL OF CHANGE: IMPROVING AN ORGANIZATION BY
ALTERING HOW WORK IS DONE

When you introduce a change to the organization,
you are ultimately going to be impacting one or more of the following:

• Processes

• Systems

• Organization structure

• Job roles

While there are numerous approaches and tools
that can be used to improve the organization, all of them ultimately prescribe
adjustments to one or more of the four parts of the organization listed above.
Change typically results as a reaction to specific problems or opportunities the
organization is facing based on internal or
external stimuli. While the notion of becoming “more competitive” or “closer to the
customer” or “more efficient” can be the motivation to change, at some point
these goals must be transformed into the specific impacts on processes,
systems, organization structures or job roles..

Change management is the process, tools and
techniques to manage the people side of change to achieve the required business
outcome. Change management incorporates the organizational tools that can be
utilized to help individuals make successful personal transitions resulting in
the adoption and realization of change.

based on adventurer manager change management support moving an organization
from a current state through a transition state to a desired future state
.

How much change management is needed?

Change management engagement depends on the
amount of disruption created in individual employees’ day-to-day work. It also
depends on the organization’s attributes, such as culture, value system and
history with past changes.